In this digital age, work increasingly takes place remotely. Unfortunately, for pregnant individuals in California, the specter of discrimination can persist even within the confines of their own homes.
Understanding the nuances of pregnancy discrimination in a remote work setting is important for safeguarding the rights of expectant parents.
1. Unseen biases
California has 52.8 births per 1,000 women 15 to 44 years old. Working from home can provide flexibility for expectant parents but does not necessarily shield pregnant employees from discriminatory practices.
Subtle biases may manifest in various forms. Examples include exclusion from important meetings, denial of opportunities for advancement or even the assignment of less meaningful tasks. These behaviors can undermine a pregnant individual’s professional growth. They may also contribute to a hostile work environment.
2. Communication gaps
In a remote work scenario, effective communication is important. However, pregnant employees might face challenges in this area, especially if their supervisors or colleagues are not well-informed about their specific needs or pregnancy-related accommodations. Misunderstandings can arise, leading to isolation or exclusion.
3. Performance evaluation pitfalls
Supervisors might assess remote employees based solely on their deliverables. This potentially overlooks the additional challenges that pregnancy introduces. This oversight can result in unfair evaluations and limit prospects for career advancement.
4. Lack of flexibility
People often tout remote work for its flexibility. However, pregnant individuals may find that their employers are less accommodating when it comes to adjusting work hours or providing additional breaks. Discrimination can surface when an employer fails to make reasonable accommodations for challenges such as medical appointments or fatigue.
Employers must actively foster an inclusive environment that supports pregnant individuals.